Source: State Health Access Data Assistance Center, University of Minnesota, April 2008
From the summary:
This article reveals how the cost of family health insurance nationwide is increasing dramatically for employees without anywhere near an equivalent increase in family income. If this trend continues, more workers are likely to become uninsured because of the expense.
- The amount workers pay for family coverage nationwide has increased by 30 percent from $8,281 in 2001 to $10,728 in 2005.
- Employee income has increased by only 3 percent in the same time period.
- The average cost employers pay for their share of family coverage has increased by 28 percent from $6,360 to $8,143.
Seventy-six percent of insured individuals in the United States receive health insurance from their own or a family member’s employer. It follows that the more employees and employers have to pay for that insurance, the more likely workers are to join the ranks of the uninsured. Risa Lavizzo-Mourey, M.D., M.B.A, president and CEO of the Robert Wood Johnson Foundation stated in a press release, “This study makes plain what every working parent knows–that providing insurance coverage takes a bigger bite from the family budget every year.”
Source: American Association of University Professors, March-April 2008
For many years now, colleges and universities have attempted to balance competing demands from students, legislators, and society at large. Students are enrolling in record numbers, legislators and employers are demanding greater skill levels from graduates, and higher education is increasingly being called on to do the work of economic development; at the same time, the share of institutional funding provided by state and federal governments continues to decline. Given these competing pressures on institutions, financial decision making has become a matter of determining priorities. In this year’s report, we call into question the apparent priorities demonstrated by trends in relative spending on salaries for faculty, football coaches, and senior administrators and by the shifts in staffing that have reshaped colleges and universities so dramatically over recent decades.
Source: Office of Personnel Management, December 2007
From press release:
The U.S. Office of Personnel Management (OPM) has released a 2007 status report on performance-based pay systems within the federal government, which currently support over 298,000 federal employees. The report, Alternative Personnel Systems in the Federal Government – A Status Report on Demonstration Projects and Other Performance-Based Pay Systems, includes information based on agency data, evaluations and studies, and it demonstrates performance-based pay systems “work.”
“This report shows performance-based pay systems drive improvements in managing performance, recruiting and retaining quality employees, and achieving results-oriented performance cultures,” said OPM Director Linda M. Springer.
The report also includes profiles of demonstration projects currently operating under OPM authority, as well as independent and executive pay systems where employee pay is linked to performance.
Source: U.S. Securities and Exchange Commission
From the press release:
Securities and Exchange Commission Chairman Christopher Cox today launched the first-ever online tool that enables investors to easily and instantly compare what 500 of the largest American companies are paying their top executives. The new database highlights the power of interactive data to transform financial disclosure.
The Executive Compensation Reader – available today on the SEC’s Web site at http://www.sec.gov/xbrl – builds on the Commission’s new requirements that went into effect earlier this year to dramatically enhance clarity and completeness of executive compensation disclosure.
By tagging the executive compensation figures in XBRL, the computer language of interactive data, the SEC has created a new online tool to help investors more efficiently view Summary Compensation Tables and certain other data in the proxy statements of large companies. Investors can quickly glimpse the total annual pay as well as dollar amounts for salary, bonus, stock, options and company perks. They can instantly compare those executive compensation figures with other companies by sorting according to industry or size.
The SEC’s new Web tool includes information in XBRL for 500 large companies that have filed proxy statements with the Commission. The new tool includes direct links to companies’ proxy statements, including footnotes and the companies’ explanation of their compensation decisions.
Source: RAND Corporation
Enhancing the performance of the civil service has been a central objective of the United States since the Civil Service Reform Act of 1978 authorized a performance-based component to federal salary structures. In 2003, the National Commission on the Public Service, also known as the Volcker Commission, recommended that explicit pay-for-performance (PFP) systems be adopted more broadly throughout the federal government. The authors compare several proposals aimed at enhancing the role of PFP in the federal government: a White House proposal (the Working for America Act), which recommends that the entire federal workforce be converted to PFP systems by 2010; and three bills in the 110th Congress. This occasional paper examines the advantages and pitfalls of explicit PFP schemes compared with the largely seniority-based salary system that still covers more than half of federal civil servants. The authors consider why using PFP in the public sector is challenging, what can be learned from the social science literature, recent practical experience, and growing congressional opposition to PFP.
Summary (PDF; 115 KB)
Full Document (PDF; 350 KB)
See also: Policy Insight, Volume 1, Issue 6, December 2007 — Pay for Performance
Source: Bureau of Labor Statistics
The National Compensation Survey (NCS) provides comprehensive measures of occupational earnings, compensation cost trends, benefit incidence, and detailed benefit provisions. This bulletin presents estimates of occupational pay for the nation. These national estimates originate from the NCS locality survey data and are weighted to represent the nation as a whole. Data for more than one-half of the 152 individual NCS localities used for national estimates have been previously published.
Source: National Association of Social Workers, 2007
As with any profession, there are a number of factors that are commonly associated with higher earnings. The study found that social work salaries were highly variable.
This report highlights the role of salary in retaining professional workers, particularly newer workers. Of particular concern is the relationship between low salaries and agencies that are likely to provide services to the most vulnerable clients– underscoring a long-held belief that social workers’ salaries are closely linked to the societal value placed on their clients. Competitive and fair salaries are the first step to assuring that a competent social work workforce is going to be available to meet the needs of agencies and their clients in the coming decades.
Source: Bureau of Labor Statistics, Issues in Labor Statistics, Summary 07-07, August 2007
For people working in investment banking, especially those in and around Wall Street, it’s hard to deny that late 2005 and early 2006 was very, very good to them. With steady employment totals, very handsome bonuses being handed out in fourth quarter 2005, and even larger ones awarded in first quarter 2006, it would seem to be an understatement to say that investment banking was thriving. In first quarter 2006, private sector investment banking and securities dealing recorded average weekly wages of $8,367, well above that of any industry with the exception of the other Wall Street bonus giant, securities brokerage. The investment banking industry’s quarterly total wages ranged from $6 billion to $18.9 billion in late 2005 and early 2006 and the industry’s average weekly wage was nearly 10 times the national average.
Within this industry a small number of counties accounted for a large proportion of the wages. Five counties were responsible for 71.8 percent of total wages in investment banking during the first quarter of 2006. Fairfield, Connecticut, New York, San Francisco, Los Angeles, and Cook County, Illinois, combined for wages of $13.5 billion from January through March 2006. During this time, 38.3 percent of March employment in investment banking was within these five counties.
Source: PA Times, Vol. 30 no. 9, September, 2007
Salaries for state-employed professionals registered modest to health increases from 2006 to 2007, although most state employees still earn far less than their private sector counterparts, according to the 2007 AFT Public Employees Compensation Survey, the only national survey that tracks such trends. The median increase in average salaries across the 45 jobs surveyed was 5.7 percent from 2006 to 2007, the highest increase recorded in the last five years, the AFT study shows. … Across all 45 occupations, the collective-bargaining advantage averages about 14 percent.
Source: U.S. Bureau of Labor Statistics, USDL 07-1455, September 26, 2007
Average pay in the San Francisco metropolitan area was 19 percent above the national average in 2006, the highest among the 78 metropolitan areas studied by the National Compensation Survey (NCS), the Bureau of Labor Statistics of the U.S. Department of Labor reported today. In contrast, pay was lowest in the Brownsville, Texas metropolitan area with a pay relative of 78, meaning Brownsville workers earned an average of 78 cents for every dollar earned by workers nationwide. Using data from the NCS, pay relatives-a means of assessing pay differences-are available for each of the 9 major occupational groups within 78 metropolitan areas, as well as averaged across all occupations for each area.